1. HOW MUCH TIME DO THE OWNERS/LEADERS/FOUNDERS SPEND IN THE OFFICE?
1.老板/领导/创始人在办公室呆多久？

“This question tells you whether or not you have leaders in place who are in touch with the work and making knowledgeable decisions.
“这个问题能告诉你，你的领导是否了解工作并能做出明智的决定。

The best and brightest ideas oftentimes come directly from the people actually doing the work, so if a leader rarely spends time with staff, it points to a lack of innovation and support in their culture,” says Gardner.
最好最明智的想法通常是实际工作者想出来的，所以如果一个领导与员工在一起的时间很少，那就表明他们的文化缺乏创新和支持。”加德纳说。

This question may not be quite as important to ask of a large business, but “in a small business, that interaction with the top level may be key to you getting ahead, being able to get things done and having that person’s vision be carried out by their team,” Santopietro Panall says.
对大企业来说，这个问题可能并不那么重要，但“在小企业中，与高层的互动则可能是你进步，完成工作，在团队中落实个人愿景的关键。”圣彼得罗·帕纳说。

It “might also give you a key to the level of the workaholism that you can expect there. If the recruiter says ‘oh, our CEO Sally is here 90 hours a week, she never takes a day off!’ you’re going to know that the culture is going to be very focused on putting in a lot of hours with a lot of face time.”
它“也可能是你所期待的，沉迷工作的关键。如果招聘人员说‘哦，我们的首席执行官莎莉每周在这里呆90小时，她一天都不休息！’你就能知道，这里的文化很重视把时间花在会面上。”

 

2. WHAT DO PEOPLE ON THE TEAM THAT I’D BE JOINING DO FOR LUNCH EVERY DAY?
2. 我要加入的团队中，每天人们吃午饭时会做什么？

“Finding out what people tend to do on their lunch hour will tell you whether they are slammed with work, don’t want to spend time with their colleagues, or tend to be social and enjoy each other’s company,” Bowman says.
鲍曼说：“看人们在午餐时间做什么，就能知道他们是不是在工作上吃了闭门羹，不愿和同事共度时光，还是倾向于交际，喜欢彼此的陪伴。”

“This information can also tell you whether or not your potential colleagues might be more extroverted or introverted. Depending on your own preferences, this response can give you some valuable insight into the team that you’re joining.”
“这些信息也可以告诉你，可能成为你同事的这些人是偏外向还是偏内向。根据自身偏好，这可以为您提供一些有价值的信息，了解将要加入的团队。”

 

3. HOW DO YOU MEASURE SUCCESS AND OVER WHAT TIME FRAME? HOW ARE THESE METRICS DETERMINED?
3.你如何衡定成功？采用什么时间框架？如何确定这些度量指标？

If you want to avoid a boss with outrageous expectations, this is the question to ask. “Before you accept an offer you need to know that your new boss has realistic expectations with respect to what you will accomplish and by when,” Cohen says.
如果你想防止老板有过分的期望，就要问一个问题。“接受录取之前，你要知道新老板对你能完成的工作，以及工作什么时候可以完成抱有现实的期望，”科恩说。

“No matter how attractive an offer may be, if you do not, or cannot, deliver results you will fail. So, if you are told that the bar is outrageously high and you don’t have enough time to come up to speed, think twice before accepting the terms without discussion or negotiation.”
“一份工作无论多有吸引力，如果没有或不能交付工作，你就会失败。所以，如果你被告知这个标准非常高，而且你没有足够的时间赶上进度，那就要三思，不要未经讨论或协商就接受这些条款。”

 

4. WOULD YOU BE WILLING TO SHOW ME AROUND THE OFFICE?
你愿意带我在办公室转转吗？

This question is probably best saved for a last-round interview so you don’t seem too intrusive, but “taking a walk around the workspace is a great way to get a real feel for the day-to-day culture,” Larchar says.
这个问题最好留到最后一轮面试里问，这样不会显得太唐突，但“在工作区走一走是切实感受日常文化的好方法，”拉查尔说。

“Are individuals interacting with one another? Do the workers look stressed? Are the individual workspaces decorated? What is the setup of the office? Does the work space seem inclusive? How are the departments organized? If you thrive on working with others, you’ll want a work environment where that feels natural.”
“人与人之间是否互相交流？员工们看上去紧张吗？个人的工作空间是否有装饰？办公室设备是什么？工作空间是否有包容性？各部门是如何组织的？如果你要通过与他人合作来保持活力，那么你将需要一个让人觉得自然的工作环境。”

One thing Santopietro Panall recommends keeping an eye on in particular is how many senior-level employees have their own offices.
圣彼得罗·帕纳建议要特别留意有多少高级员工拥有自己的办公室。

“It’s a clue to how structured and hierarchical the company is,” she says.
“这是了解公司结构和等级的线索，”她说。

“Companies with few or no private offices tend to be less top-down than companies with a lot of private offices or a whole CEO floor. There’s a strong trend, in many businesses, of removing private spaces in offices and making all space communal — some companies are loving it and finding it effective and others are dreading it, but whether a company would even consider it is a sign of how much they are trying to embrace a certain kind of flexible, collaborative work style.”
“一些公司只设少量的私人办公室或根本不设私人办公室，相对于设立众多私人办公室或CEO楼层的公司来说，前者自上而下的等级性更弱。一股强大的趋势已经在众多企业中出现，移除办公室中的私人空间，共享所有空间——有些公司喜欢这种做法，觉得很有效，而其他公司却忧心忡忡。当然也许企业压根就没有意识到办公室安排还和灵活、协作的工作方式有关。”

 

（翻译：Claire）